Impact of E-Recruitment on Effectiveness of HR Department in Private Sector of Pakistan

Muhammad Shaukat Malik, Muhammad Assad ul Mujtaba


Human Resource (HR) department is one of the most vital departments in any modern organization. Many research studies until date have concluded that HR department plays an important role in the success of any organization. Amongst the various activities, which an HR department expected to conduct, Recruitment holds special importance, as it is concerned with ‘bringing people into the organization’. This research paper aims at exploring the impact of latest technological developments (especially the concept of E-Recruitment) in the context of recruitment and how it has facilitated the modern day HR managers. Private Sector is one of the largest and fastest growing sectors of Pakistan and it is generally believed that the private companies operative in Pakistan have well established HR departments that tend to utilize modern technology to assist them with the recruitment activities. Thus, it is only logical to assess the effectiveness of this technology through the example of private sector of Pakistan. 

This is a causal research. Causal research is conducted in order to identify the extent and nature of cause-and-effect relationships. Causal research is quantitative in nature as well as preplanned and structured in design like descriptive research. Data collected from the HR professionals, like Head of HR, HR mangers, Deputy & Assistant HR managers, HR Executive, and HR coordinators of private companies located in Multan, Lahore, Faisalabad, Quetta and Islamabad through questionnaires. Statistical tests like, descriptive analysis, sample adequacy, normality, reliability   correlations, regression test were used to generate the results of analysis, because the purpose is to find the impact of E-recruitment on effectiveness of HR Departments.

The result has proved that E-recruitment has significant impact on effectiveness of HR Department in private sector of Pakistan.

Full Text:



Abel, S. (2011). The role of social networking sites in recruitment: Results of a quantitative study among German companies. Dissertation: University of Twente, Netherlands.

Agenyi, B. (2013). Mobile Banking and Entrepreneurship in Developing Countries: A case study of Nigeria.

Ahmed, S., Tahir, H., & Warsi, S. W. (2015). E-Recruitment Transforming the Dimensions of Online Job Seeking: A case of Pakistan. International Journal of Human Resource Studies, 5(1), Pages-96.

Amin, M. A., Orife, J. N., & Wibowo, K. (2002). The legality of key word search as a personnel selection tool. Employee Relations, 24(5), 516-522.

Armstrong, M. (2006). Human Resource Management. In M. Armstrong, A Handbook of Human Resource Management Practice (p. 3). London: Kogan Page Limited.

Awang, M., Ghouri, A. M., & Khan, N. R. (2013). Impact of e-recruitment and job-seekers perception on intention to pursue the jobs. Management and Marketing Criova, (1), 47-57.

Badger, J. M., Kaminsky, S. E., & Behrend, T. S. (2014). Media richness and information acquisition in internet recruitment. Journal of Managerial Psychology, 29(7), 866-883.

Bartram, D., & Hambleton, R. K. (2006). Computer-based testing and the Internet. Issues and advantes.England: John Wiley and Sons.

Bodea, C., Bodea, V., & Zsolt, M. (2003). Human Resource Management in the Internet Age: e-Recruitment and e-Selection Methods. Economy Informatics, 3(3), 5-7.

Budhwar, P., & Sparrow, P. (1997). Evaluating levels of strategic integration anddevolvement of human resource management in India”, International Journal of HumanResource Management, 8, 476-494.

Carrillat, F., d’Astous, A., & Morissette, G. E. (2014). Leveraging social media to enhance recruitment effectiveness: A Facebook experiment. Internet Research, 24(4), 474-495.

Carrillat, F., d’Astous, A., &Morissette, G. E. (2014). Leveraging social media to enhance recruitment effectiveness: a Facebook experiment.Internet Research, 24(4), 474-495.

Chapman, D., & Webster, J. (2003). The Use of Technologies in Recruiting, Screening, and Selection Processes for Candidates”, International Journal of Selection and Assessment, 11(2/3), 113-120.

Chauhan, R. S., Buckley, M., & Harvey, M. (2013). Facebook and personnel selection: what’s the big deal? Organizational Dynamics, 42(3), 126-134.

Demirkaya, H., Özcüre, G., & Eryiğit, N. (2011). An application on the impacts of human resource management in technology management of the companies. Procedia-Social and Behavioral Sciences, 24, 474-486.

Dhamija, P. (2012). E-recruitment: a Roadmap towards e-Human Resource Management.Researchers World – International Refereed Journal of Arts Science & Commerce Research (RW-JASCR), 3(3(2)), 33-39.

El-Gohary, H. (2012). Factors affecting E-Marketing adoption and implementation in tourism firms: An empirical investigation of Egyptian small tourism organizations. Tourism Management, 33(5), 1256-1269.

Ensher, E. A., Nielson, T. R., & Grant, V. E. (2003). Tales from the hiring line: effects of the internet and technology on HR processes. Organizational Dynamics, 31(3), 224-244.

Faliagka, E., Tsakalidis, A., &Tzimas, G. (2012). An integrated e-recruitment system for automated personality mining and applicant ranking. Internet research, 22(5), 551-568.

Feldman, D. C., & Klaas, B. S. (2002). Internet Job Hunting: A Field Study of Applicant Experiences with On-Line Recruiting”, Human Resource Management, 41(2), 175-192.

Fisher, R., McPhail, R., You, E., & Ash, M. (2014). Using social media to recruit global supply chain managers. International Journal of Physical Distribution & Logistics Management, 44(8/9), 635-645.

Furtmueller, E. (2012). Using technology for global recruitment: why HR/OB scholars need US knowledge? Dissertation: University of Twente, Netherlands

Galanaki, E. (2002). The Decision to recruit Online: A Descriptive Study, Career International Development, 7(4), 243-251.

Gopalia, A. (2011). Effectiveness of online recruitment and selection process: a case of Tesco.

Holm, A. (2010, May). The effect of e-recruitment on the recruitment process: Evidence from case studies of three Danish MNCs. In Proceedings of the 3rd European academic workshop on electronic human resource management (pp. 91-111).

Holm, A. (2014). Institutional context and e-recruitment practices of Danish organizations. Employee Relations, 36(4), 432-455.

Holm, A. B. (2012). E-recruitment: Towards an Ubiquitous Recruitment Process and Candidate Relationship Management. ZeitschriftfürPersonalforschung - German Journal of Research in Human Resource Management , 26(3), 241-259.

Holm, B. A. (2014). Institutional context and e-recruitment practices of Danish organizations. Employee Relations, 36(4), 432-455.

Imam, H., & Batool, S. N. (2013). Organizational Perception Regarding Specific Information about Job and Organization: An Approach to E-Recruitment. International SAMANM Journal of Business and Social Sciences, 1(1), 26-33.

Katou, A. A., & Budhwar, P. S. (2006). Human Resource Management Systems andOrganizational Performance: A Test of a Mediating Model in the Greek Manufacturing. Context”, The International Journal of Human Resource Management, 17(7), 1223-1253.

Kazi, A. K., &Mannan, M. A. (2013). Factors affecting adoption of mobile banking in Pakistan: Empirical Evidence. International Journal of Research in Business and Social Science, 2(3), 54.

Kerrin, M., & Kettley, K. (2003), E-recruitment: Is it Delivering? Institute of Employment Studies.Report 402.

Khan, N. R., Awang, M., &Ghouri, A. M. (2013). Impact of E-Recruitment and Job-Seekers Perception on Intention to Pursue the Jobs. Khan, NR, Awang, M., &Ghouri, AM(2013). Impact of E-Recruitment and Job-Seekers Perception on Intention to Pursue the Jobs. Management & Marketing, 11(1), 47-57.

Khan, N. R., Taha, S. M., &Ghouri, A. M. (2011). Bridging the gap through e-recruitment: Evidences from private employment sector in Karachi. Indian Journal of Commerce & Management Studies, 2(6), 40.

Lockyer, C., Scholarios, D. (2004). Selecting hotel staff: why best practice does notalways work", International Journal of Contemporary Hospitality Management, 16(2), 125-136.

Malik, Z. (2013). The Role of E-recruitment Towards Attraction of Workforce: A Case of Telecom Sector Organization. Abasyn University Journal of Social Sciences, 6(1).

Malinowski, J., Keim, T., &Weitzel, T. (2005, December 31). Analyzing the Impact of IS Support on Recruitment Processes: An E-Recruitment Phase Model. Pacific Asia Conference on Information System (PACIS) 2005 Proceedings.

Marler, J. H., & Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management. Human Resource Management Review, 23(1), 18-36.

Martins, C., Oliveira, T., &Popovič, A. (2014). Understanding the Internet banking adoption: A unified theory of acceptance and use of technology and perceived risk application. International Journal of Information Management, 34(1), 1-13.

Nasri, W., & Charfeddine, L. (2012). Factors affecting the adoption of Internet banking in Tunisia: An integration theory of acceptance model and theory of planned behavior. The Journal of High Technology Management Research, 23(1), 1-14.

Ngai, E. W. T., Law, C. C. H., Chan, S. C. H., & Wat, F. K. T. (1971). Importance ofthe internet to human resource practitioners in Hong Kong, Personnel Review, 37(1).

Oldham, G. R., & Da Silva, N. (2015). The impact of digital technology on the generation and implementation of creative ideas in the workplace. Computers in Human Behavior, 42, 5-11.

Oliver, D. C. (2015, August). Recruitment Sources and Natal Dispersal of Catfishes in the Middle Mississippi and Lower Ohio River Inferred from Otolith Chemistry. In 145th Annual Meeting of the American Fisheries Society.Afs.

Parry, E., & Tyson, S. (2008). An analysis of the use and success of online recruitment mehtods in the UK. (C. S. Management, Éd.) Human Resource Management , 18(3), 257-274.

Parry, E., & Wilson, H. (2009). Factors Influencing the Adoption of OnlineRecruitment, Personnel Review, 38(6), 655-673.

Parzinger, M. J., Ward, S. G., & Langford, M. (2013). Web Recruitment: Impact of Aesthetics and Playfulness on User’s Initial Affective Reactions as it Relates to Applicant Attraction. In Proceedings of the Conference for Information Systems Applied Research ISSN (Vol. 2167, p. 1508).

Pawan, S. B. (2000). Evaluating levels of strategic integration and devolvement of human resource management in the UK, Personnel Review, 29(2), 141 – 157.

Pin, R. J., Laorden, M., & Sáenz, D. I. (2001). Internet Recruiting Power: Opportunities and Effectiveness, IESE Research Papers D/439, [online] (cited 25 May2006) Available from

Ramaabaanu, R., &Saranya, M. (2014). Importance and Problems of E-Recruitment. International Journal of Research, 1(9), 445-450.

Shah, G. U. D., Bhatti, M. N., Iftikhar, M., Qureshi, M. I., & Zaman, K. (2013). Implementation of technology acceptance model in e-learning environment in rural and urban areas of Pakistan. World Applied Sciences Journal, 27(11), 1495-1507.

Sharma, V. (2010). Impact of e-recruitment on Human resource Supply chain Management: An Empirical Investigation of service industry in Indian Context (Doctoral dissertation, Jaypee Institute of Information Technology, Noida).

Sills, M. (2014). E-recruitment: A comparison with traditional recruitment and the influences of social media: A qualitative and quantitative review.

Subhani, M. I., Joseph, S., Osman, A., & Hasan, S. A. (2012). Contribution of Linkedin on Recruitment and Selection. South Asian Journal of Management Sciences (SAJMS), Iqra University, 6(2), 23-34.

Teo, T. (2012). Examining the intention to use technology among pre-service teachers: an integration of the Technology Acceptance Model and Theory of Planned Behavior. Interactive Learning Environments, 20(1), 3-18.

Tohidi, H. (2011). Human Resources Management main role in Information Technology project management. Procedia Computer Science, 3, 925-929.

Veger, M. (2006). How does Internet recruitment have effect on recruitment performance? Fourth Twente Student Conference on IT, 30.

Ventura, M. G. G., &Bringula, R. P. (2013). Effectiveness of Online Job Recruitment System: Evidence from the University of the East. IJCSI International Journal of Computer Science Issues, 10(4), 152-159.

Wang, Y., Sun, S., Drake, J. R., & Hall, D. (2013). Job Applicants’ Information Privacy-Protective Response: Exploring the Roles of Technology Readiness and Trust.

Yoon, K. T. D. (2009). A study of e-recruitment technology adoption in Malaysia. Industrial Management & Data Systems, 109(2), 281-300.


Copyright (c) 2018 Muhammad Shaukat Malik, Muhammad Assad ul Mujtaba

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial 4.0 International License.

International Journal of Human Resource Studies  ISSN 2162-3058


Copyright © Macrothink Institute  

To make sure that you can receive messages from us, please add the '' domain to your e-mail 'safe list'. If you do not receive e-mail in your 'inbox', check your 'bulk mail' or 'junk mail' folders.